Return-Path: <nifl-workplace@literacy.nifl.gov> Received: from literacy (localhost [127.0.0.1]) by literacy.nifl.gov (8.10.2/8.10.2) with SMTP id e81HlQ823519; Fri, 1 Sep 2000 13:47:26 -0400 (EDT) Date: Fri, 1 Sep 2000 13:47:26 -0400 (EDT) Message-Id: <2B972331928CD311A76300A0C9D335B736F7B9@exchmail.crec.org> Errors-To: listowner@literacy.nifl.gov Reply-To: nifl-workplace@literacy.nifl.gov Originator: nifl-workplace@literacy.nifl.gov Sender: nifl-workplace@literacy.nifl.gov Precedence: bulk From: Ajit Gopalakrishnan <agopalak@crec.org> To: Multiple recipients of list <nifl-workplace@literacy.nifl.gov> Subject: [NIFL-WORKPLACE:3707] RE: Workplace Literacy X-Listprocessor-Version: 6.0c -- ListProcessor by Anastasios Kotsikonas Content-Type: text/plain X-Mailer: Internet Mail Service (5.5.2448.0) Status: O Content-Length: 2909 Lines: 74 Hello Juliette I am not sure if you have thought about some of the things I am mentioning here; if you have, please pardon me for my repetition. The assessment situations you are talking about (hiring and promotion) as you can imagine are extremely high stakes issues for the people concerned and must be approached with caution and care. I don't believe that you could use a test without significant pre-work, in such situations. The main thing is that the employer needs to demonstrate that the skills that will be tested by whatever instrument you choose, match the job descriptions for the positions concerned. This involves several steps (not necessarily in the sequence mentioned below). The employer needs to show evidence of the current and future skills necessary to do the jobs concerned, through some sort of systematic skills audit process. The skills audit is critical because it points out what skills are really needed as opposed to what the employer thinks is needed. Whatever assessment is chosen or developed needs to measure exactly the skills in question i.e. the content validity of the assessment must be documented. Cut off points for scores would also need to be established. This will invariably mean testing existing high performing employees. If there is an employees union, they must be involved early on. The company also probably has a lawyer who should definitely be consulted and involved in this situation. Together, all the stakeholders should set guidelines for how assessment results will be used including the specifics on promotion. Finally, I think it would be hard to use one test as the "sole" decision making factor as to whether someone is hired or promoted. It would seem to me that the assessment can only be one of many factors. In terms of possible assessment options, we in Connecticut use the CASAS system which has several assessment options you might want to consider. Best, Ajit Ajit Gopalakrishnan Capitol Region Education Council 111 Charter Oak Avenue Hartford, CT 06106 Phone: (860) 524-4036 Fax: (860) 246-3304 Email: agopalak@crec.org Web Site: http://www.crec.org/atdn/ > -----Original Message----- > From: Juliette Monet [SMTP:ofcfmchs@stny.rr.com] > Sent: Friday, September 01, 2000 12:18 PM > To: Multiple recipients of list > Subject: [NIFL-WORKPLACE:3705] Workplace Literacy > > We are just starting a Workplace Literacy Program in our county and are > interested in finding information on an > assessment tool specializing in hiring new employees and/or promoting > existing employees. Anyone aware of an assessment tool which would > contain > the standards necessary for use in hiring? > > Juliette Monet, Director > Terri Bickford, Assistant > LVA: Chenango County > Opportunities for Chenango, Inc. > 44 W. Main St, P.O. Box 470 > Norwich, NY 13815 > Phone: (607) 334-7114 > Fax: (607) 336-6958 > ofcfmchs@stny.rr.com >
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